Recruitment and Interviewing

6. Selection

6.1 Take up references for the best candidate.

• Before checking references with a current employer, confirm you have the applicant's permission.
• Ask previous and current employers for evidence to support claims made by the candidates.

6.2 Send an offer letter.

• State the pay and benefits you are offering and when the salary will be reviewed.
• Specify any conditions. For example, subject to a trial period, satisfactory references or after a medical (for physically demanding work).
• Indicate how much time the candidate has to decide whether to accept.
• Say when the job starts.

6.3 When the offer is accepted, it becomes the basis of the contract of employment. (See Employment law.)

6.4 Write courteous rejection letters to all the unsuccessful candidates as soon as possible.

• Thank them for their interest in the job.
• If you have to reject some good people, keep their details in case you need to find more employees quickly. Under the Data Protection Act it is best practice not to keep these details for longer than necessary.

6.5 If none of the shortlisted candidates meets your requirements, you must start again.

• Try to be specific about what went wrong.
• Do you need to offer more money to attract a higher quality of applicant, or do you need to advertise differently?